Senior Director, Compensation - Oracle Cloud Infrastructure

Oracle•Nashville, TN

About The Position

Oracle Cloud Infrastructure (OCI) is seeking a strategic and collaborative Senior Director of Compensation to lead compensation consulting, strategy, and execution for OCI’s global business, including its rapidly growing data centers. The role serves as the primary compensation advisor to OCI executives and HR leadership, translating business strategy, workforce needs, and changing technical-talent market conditions into competitive, scalable, and equitable compensation programs. The Senior Director leads a team of compensation consultants and partners with compensation leaders across lines of business and geographies, Compensation Centers of Excellence, HR, Talent Advisory, Finance, Legal, and other stakeholders. The position leads OCI compensation strategy and programs, annual planning, data-center compensation consulting, analytics, job architecture initiatives, governance, and communications. It also contributes OCI’s perspective to enterprise compensation strategy and supports organizational transformations and other strategic workforce initiatives. OCI operates in a competitive and dynamic technology talent market. This role helps the organization attract, retain, and reward talent building and operating the cloud infrastructure that powers Oracle’s growth.

Requirements

12+ years of progressive broad-based compensation or total rewards experience, including significant experience supporting global technology, cloud, infrastructure, or other highly technical workforces.
5+ years of experience leading and developing teams of compensation professionals or highly skilled individual contributors.
Demonstrated experience leading broad-based compensation strategy and programs, including annual compensation planning, market pricing, job architecture, equity, incentive design, and executive-facing consultation.
Experience developing strategy, processes, and delivery plans without an established roadmap in a high-growth, results-driven organization.
Experience advising senior business leaders on complex compensation, workforce, and retention decisions in a high-growth or rapidly changing environment.
Strong understanding of technical-talent markets and compensation considerations for cloud infrastructure, engineering, data center operations, or related fields.
Ability to translate complex compensation data into clear recommendations and practical decisions for executive audiences.
Ability to lead effectively and build consensus in a matrixed organization.
Strong financial and analytical skills, including experience assessing compensation investments, headcount costs, and business outcomes.
Demonstrated success leading through influence and building alignment across complex, global, matrixed organizations.
Demonstrated ability to lead complex cross-functional initiatives and drive change across a global organization.
Excellent communication, influence, and relationship-building skills, with the ability to partner effectively across functions and geographies.
Executive presence and ability to communicate compensation concepts, recommendations, and trade-offs clearly to senior business and HR leaders.
Experience translating enterprise compensation frameworks into practical, business-specific solutions while maintaining consistency with global standards.
Sound judgment, discretion, and commitment to equitable and compliant compensation practices.
Bachelor’s degree or equivalent experience.

Nice To Haves

Advanced degree.
Certified Compensation Professional (CCP) designation.

Responsibilities

Partner with the Compensation COE to lead the design, implementation, and governance of compensation strategies and programs aligned with OCI’s business objectives, talent needs, and growth plans.
Advise OCI executives and HR leadership, providing clear, data-driven recommendations on compensation strategy and delivery.
Contribute OCI business perspectives, best practices, and insights as a member of the Global Compensation leadership team.
Oversee data center compensation design and consulting delivery in collaboration with HR, business leaders, and other stakeholders.
Build partnerships with compensation leaders across lines of business and geographies to apply global frameworks consistently while tailoring solutions to OCI’s business and talent needs.
Lead annual compensation planning for OCI, including salary, bonus, incentive, and equity planning.
Develop analytics and decision-support tools for budget modeling and compensation recommendations during annual planning and other global programs.
Partner with OCI Talent Advisory to develop competitive and fiscally responsible offer strategies for broad-based, critical technical, and executive talent.
Develop market-informed compensation approaches for technical and infrastructure talent, including engineering, data center operations, construction and delivery, and product roles.
Lead initiatives with key stakeholders to strengthen attraction, retention, engagement, performance, and cost optimization across OCI’s global workforce.
Partner with Compensation Centers of Excellence and OCI HR Business Partners to evolve job architecture and lead change management that supports business growth and organizational effectiveness.
Collaborate with global and regional compensation teams on organizational transformations, acquisitions or integrations, and other strategic workforce initiatives affecting OCI.
Ensure compensation programs are administered with appropriate governance, controls, compliance, and risk management.
Develop and deliver communications, guidance, and training on compensation programs for OCI HR leaders, business leaders, and managers.
Continuously improve compensation consulting processes, tools, analytics, and service delivery to provide an efficient, scalable, high-quality experience.
Lead, develop, and inspire a high-performing team of compensation consultants, building consulting capability, operational rigor, and continuous improvement.
Prepare and present compensation recommendations, analyses, and insights for executive leadership and other senior governance forums as needed.

Benefits

Medical, dental, and vision insurance, including expert medical opinion.
Short-term and long-term disability insurance.
Life insurance and AD&D.
Supplemental life insurance for employees, spouses, and children.
Health care and dependent care Flexible Spending Accounts.
Pre-tax commuter and parking benefits.
401(k) Savings and Investment Plan with company match.
Paid time off, including flexible vacation for eligible salaried positions or accrued vacation for other eligible employees.
11 paid holidays.
Paid sick leave: 72 hours upon hire, refreshed each calendar year, with unused balance carryover up to a 112-hour cap.
Paid parental leave.
Adoption assistance.
Employee Stock Purchase Plan.
Financial planning and group legal benefits.
Voluntary auto, homeowner, and pet insurance.